???????? – ??????? ???? ????? ?????????? ?? ?????? ??????????

???????? ????? ?????????? is an organizational intervention & its success depends on the support extended by its members at all levels. While administering the same, three levels needs to be addressed:

~ ???????????? ???????? – examination of the business environment, strategies & the resources at its command to determine where training is needed
~ ???? ???????? – review of job descriptions, job knowledge skill level & attitude required for performing them
~ ?????? ???????? – determining which employees require training and those who don’t, saving the training cost and avoiding a mistake of making it a universal activity

Along with this ‘??????????? ????????’ is also done where a protocol to be followed to collect information for needs assessment is developed.

Training needs assessment sharpens the focus & the orientation, reducing the perception gap between the trainees, the trainers, the training administration and the organization.

Data sources used for these assessments are varied depending upon the type of analysis but certain data points like performance appraisal data, job descriptions, organizational goals & objectives as well as certain live observations contribute largely here.

Interviews, group conferences, surveys are conducted to collect the information beyond the available data sources. This is overall a huge and in-depth exercise. But, no shortcut should be a policy here if the training activity is expected to give the desired results & ROI. It also helps in determining the benchmark for evaluation of training.

TNA serves like a feed to the next step – Training design! The next post will paint this picture. Till then, the comments section is waiting for your reflections!